Top 5 Interviewer Mistakes
In an interview setting we’re often so focused on how the candidate is performing, we don’t stop to consider the mistakes we might make ourselves as recruiters.
There can be serious consequences when employers don’t conduct an interview well, from losing strong candidates to making wrong hires. Bad interviews can also taint an organisation’s employer brand, or in cases of serious misconduct or discrimination, result in legal action.
A candidate’s interview is such an integral stage of the recruitment process and is where impressions and decisions are made by both the employer and the candidate. Here are the top five mistakes interviewers make. Now you know what not to do in your next candidate interview.
Top 5 Interviewer Mistakes:
- Being unprepared
Hiring managers often assess a candidate’s level of knowledge of the role and organisation in an interview, but it’s important to make sure you also prepare before the meeting. If an interviewer hasn’t read a candidate’s CV it makes the employer look bad and it makes the candidate feel like just another number, rather than a person. While candidate research may be time consuming, particularly during bulk recruitment periods, understanding your candidate’s work history is essential and will allow you to properly probe into areas of interest.
- Saying something discriminatory or that could be perceived as discriminatory
While it’s an obvious point, recruiters should be cautious of saying anything that could be interpreted as discriminatory by a candidate. For instance ‘get-to-know-you’ questions with any reference to age or family situation, while harmless in a social setting, can be detrimental in a professional interview. Questions might later be used against you if an unsuccessful candidate feels any prejudice was at play, so ensure you stick to the facts of the role and the candidate’s relevant skills and experience to avoid ambiguous personal questions. Stay away from questions about age, race, relationship status, family situation, pregnancy, sexual orientation and religious beliefs. It’s also a good idea to avoid asking about a candidate’s political beliefs or union memberships.
- Interrupting candidates
It’s a faux pas in any conversation setting, but in an interview situation it’s particularly impolite. Candidates will be nervous in an interview and it’s extremely off-putting to be interrupted by the interviewer. If you’re a recruiter frustrated by a chatty candidate and you’re conscious of time constraints, wait until they’ve finished their sentence, say thank you and ask your next question. Perhaps remind the candidate to stay on point, but try not to interrupt. Interrupting candidates can result in using unnecessary leading questions to hasten the interview process and can provide leading information for the candidate provide the preferred response. It’s much better they come up with it on their own.
- Setting false expectations
As an interviewer you need to be comfortable with a candidate being uncomfortable if they’re not providing satisfactory answers. Being polite by using generic positive verbal cues can set the wrong expectation. For instance, if a candidate responds to a question and you’re not happy with the answer but still reply with ‘great, thanks,’ as you move on to the next question, you’re telling the candidate they are great when really you’re intending it is a passing comment. Ensure you limit your linking sentences to ‘okay, thank-you,’ so you don’t give too much away.
- Promising something to the candidate
It is very important to find a balance between showing enthusiasm for a strong candidate and overpromising. No promises should be made to an applicant until all candidates have been interviewed and all hiring managers have been involved in the decision. Recruitment is an ever-changing sphere and until you’re in a place to make an offer of employment be sure to show your receptiveness to the candidate without promising they will progress in the recruitment process.
